Staffing Organizations (4^th ed.)

Job Analysis

Chapter 4 Notes

A _______________ is best defined as the organization’s indicator of tasks required for each job.

> Job = compilation of work assignments / tasks; known by organization through the job title

> Position = organizational "slot" held by an individual incumbent

> Task dimension = duty; area of responsibility

> Job element = smallest work unit without separate movements/actions; mental processes

Knowledge, skills, abilities and other attributes (KASO) convert into the _______________.

_______________ matrix contains intrinsic and extrinsic rewards

Intrinsic v. extrinsic rewards

· _______________ examples include pay, promotion, and benefits

· _______________ rewards assessment is difficult; requires substantial organizational commitment.

Examples include job satisfaction and autonomy.

_______ ____________ is the relative differences in reward amounts experiences by different incumbents.

· Measuring reward differentials through surveys > standard deviation of ratings = variability of the reward

_______________ matrix = job title; job summary; tasks/duties/responsibilities/KSAO; and, job context [physical & environmental elements]

Job Types

· ____________ jobs = most suitable for job > clear lines between jobs in terms of tasks & KSAO with little overlap between jobs on either

· ____________ jobs = due to technological and workload changes

· ____________ jobs usually have very broad job titles

· ____________ jobs = unique and created in response to the known availability of a specific person with highly valued skills. [e.g., former politicians and high level government employees]

Teams: advice/involvement; production/service; project/development; action/negotiations

· Quality control circles = example of ____________ team

· Union/management negotiation teams = example of ____________ team

Job analysis methods

· ____________ is good for jobs with physical components and relatively short task time cycles;

· limited by observer expertise.

· ____________ allow easy access to large numbers of people/respondents

· ____________-based job analysis attempts to identify and describe job requirements in terms of general KSAO that are required across a range of jobs.

Legal Issues

· EEO/AA = written/trained process; written job descriptions; large sample size; focus on primary tasks

· ADA = essential job functions => position exists; incumbent expertise required to perform function; limited number of employees among whom the function can be distributed

Using consultants = job analyses may be conducted by in-house or outside consultants

· ____________ consultants = good when technical innovativeness is critical; legal scrutiny is high; and/or specialized analytical/statistical methods are needed.

· ____________ consultants = good when knowledge of the organizational culture is critical